Question 1

College grades are more valid predictors of job performance than high school grades.

Accepted Answer

A) True 
 B)False  False

Question 2

To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.

Accepted Answer

A) True 
 B)False  True

Question 3

Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.

Accepted Answer

A) True 
 B)False  True

Question 4

Research on application blanks has suggested that the most common questions that are misinterpreted include _________.

Accepted Answer

A)  previous employers 
B)  reasons for leaving previous jobs 
C)  previous positions held 
D)  all of the above are true 
A)  previous employers 
B)  reasons for leaving previous jobs 
C)  previous positions held 
D)  all of the above are true

Question 5

Initial interviews can be made more useful by asking the same questions of all job applicants.

Accepted Answer

A) True 
 B)False

Question 6

When considering the use of extracurricular activities as a job performance predictor, one should _________.

Accepted Answer

A)  use extracurricular activities whenever possible 
B)  de-emphasize the use of extracurricular activities 
C)  use extracurricular activities mainly for selection of managerial personnel 
D)  use extracurricular activities when they correlate with KSAOs required by the job 
A)  use extracurricular activities whenever possible 
B)  de-emphasize the use of extracurricular activities 
C)  use extracurricular activities mainly for selection of managerial personnel 
D)  use extracurricular activities when they correlate with KSAOs required by the job

Question 7

Scored evaluations of unweighted application blanks are good predictors of job performance.

Accepted Answer

A) True 
 B)False

Question 8

Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.

Accepted Answer

A) True 
 B)False

Question 9

Employers protect themselves in the initial stages of contact with job applicants through the use of _______.

Accepted Answer

A)  labor contracts 
B)  employment clauses 
C)  disclaimers 
D)  discharge policies 
A)  labor contracts 
B)  employment clauses 
C)  disclaimers 
D)  discharge policies

Question 10

Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.

Accepted Answer

A) True 
 B)False

Question 11

Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following is the law that governs the collection of background check information for employment purposes?

Accepted Answer

A)  Americans with Disadvantaged Access Act 
B)  Fair Credit Reporting Act 
C)  Personnel Reporting Statue of 1977 
D)  National Labor Rights Act 
A)  Americans with Disadvantaged Access Act 
B)  Fair Credit Reporting Act 
C)  Personnel Reporting Statue of 1977 
D)  National Labor Rights Act

Question 13

Which of the following is true regarding biodata and background tests?

Accepted Answer

A)  Background information is obtained through interviews and conversations with references. 
B)  They are two different names for the same thing. 
C)  Only background tests look into an applicant's past. 
D)  Biodata is used primarily when screening applicants for positions in which integrity and emotional adjustment are necessary. 
A)  Background information is obtained through interviews and conversations with references. 
B)  They are two different names for the same thing. 
C)  Only background tests look into an applicant's past. 
D)  Biodata is used primarily when screening applicants for positions in which integrity and emotional adjustment are necessary.

Question 14

Biographical information tends to have low reliability.

Accepted Answer

A) True 
 B)False

Question 15

The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is true regarding genetic screening?

Accepted Answer

A)  It helps to screen out people who will perform poorly on the job. 
B)  It is used widely by companies in the U.S. 
C)  It helps to screen out people who are susceptible to certain diseases. 
D)  A recent court decision has ruled that it is allowable under the Americans with Disabilities Act. 
A)  It helps to screen out people who will perform poorly on the job. 
B)  It is used widely by companies in the U.S. 
C)  It helps to screen out people who are susceptible to certain diseases. 
D)  A recent court decision has ruled that it is allowable under the Americans with Disabilities Act.

Question 17

Which of the following is(are) initial assessment methods?

Accepted Answer

A)  Résumés and cover letters 
B)  Application blanks 
C)  Biographical information 
D)  All of the above 
A)  Résumés and cover letters 
B)  Application blanks 
C)  Biographical information 
D)  All of the above

Question 18

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

Accepted Answer

A) True 
 B)False

Question 19

External selection refers to the assessment and evaluation of external job applicants.

Accepted Answer

A) True 
 B)False

Question 20

In using educational level as an initial selection criterion, which of the following statements is false?

Accepted Answer

A)  The degree received from an institution is not sufficient as a sole indicator of an applicant's level of education. 
B)  A GED is a high school equivalency degree and is about as good as a conventional high school diploma in predicting job performance. 
C)  Educational level is a predictor of job performance. 
D)  High-level degrees from non-accredited schools may be indicators of lesser accomplishment than lower-level degrees from accredited schools. 
A)  The degree received from an institution is not sufficient as a sole indicator of an applicant's level of education. 
B)  A GED is a high school equivalency degree and is about as good as a conventional high school diploma in predicting job performance. 
C)  Educational level is a predictor of job performance. 
D)  High-level degrees from non-accredited schools may be indicators of lesser accomplishment than lower-level degrees from accredited schools.

College grades are more valid predictors of job performance than high school grades.

To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.

Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.

Research on application blanks has suggested that the most common questions that are misinterpreted include _________.

Initial interviews can be made more useful by asking the same questions of all job applicants.

When considering the use of extracurricular activities as a job performance predictor, one should _________.

Scored evaluations of unweighted application blanks are good predictors of job performance.

Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.

Employers protect themselves in the initial stages of contact with job applicants through the use of _______.

Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.

Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.

Which of the following is the law that governs the collection of background check information for employment purposes?

Which of the following is true regarding biodata and background tests?

Biographical information tends to have low reliability.

The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.

Which of the following is true regarding genetic screening?

Which of the following is(are) initial assessment methods?

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

External selection refers to the assessment and evaluation of external job applicants.

In using educational level as an initial selection criterion, which of the following statements is false?

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 8: External Selection I

College grades are more valid predictors of job performance than high school grades.

To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.

Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.

Research on application blanks has suggested that the most common questions that are misinterpreted include _________.

Initial interviews can be made more useful by asking the same questions of all job applicants.

When considering the use of extracurricular activities as a job performance predictor, one should _________.

Scored evaluations of unweighted application blanks are good predictors of job performance.

Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.

Employers protect themselves in the initial stages of contact with job applicants through the use of _______.

Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.

Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.

Which of the following is the law that governs the collection of background check information for employment purposes?

Which of the following is true regarding biodata and background tests?

Biographical information tends to have low reliability.

The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.

Which of the following is true regarding genetic screening?

Which of the following is(are) initial assessment methods?

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

External selection refers to the assessment and evaluation of external job applicants.

In using educational level as an initial selection criterion, which of the following statements is false?

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters